A new thing that employers are being encouraged to include in their budgets is corporate wellness programs. With answers from the experts, many companies may find it beneficial to include such programs into their employee benefits.

Q: Is it worth investing in Corporate Wellness programs?

A: According to Nick Patel, Founder and President of Wellable, companies should invest in wellness programs, but they should use their good sense of judgment in what types they include, opting for those that will have high returns, like a boost in productivity.

Q: What parts of established health programs are not addressing certain things well?

A: Laura Moreno, the host of the Growth Hacking podcast, says ignorance is where companies fail. Not knowing about the right programs to implement can actually hurt a company more than help. There are tools available to employers that offer analytics on such issues.

Q: What are other interesting wellness initiatives?

A: Some examples of expert recommendations include a “cycle to work day”, “No Lift (Elevator) Day” to help burn fats, and “15 Minutes Meditation” every Friday are among some popular programs.

The partners of WorkSTEPS offer a variety of assistance to both employers of new and old hires, as well as employees that have been newly hired or are looking to become hired. For more information about our services, especially wellness services, call us today at (512) 617-4100.

Pre-employment screening is the process of verifying information submitted by job candidates in their application. Screening is not a simple process but is necessary to know if employees can be trusted to handle financial assets of the company or capable of securing any confidential information.

In conducting pre-employment screenings of job applicants, employers usually do not take on the task themselves, but seek the services of an outsourced or otherwise third-party specialized for the task. there exist some government agencies that take on the task, but these are often reserved for applicants to departments like the FBIor Department of Transportation.

The Fair Credit Reporting Act (FCRA) regulates employer investigations into the credit history, criminal or past employer of job applicants. Applicants’ consent and the contact information of the past records are sought by employers if they are used to screen out an applicant.

When it comes to pre-employment testing, contact the trusted individuals with WorkSTEPS. Call us today at (512) 617-4100 to inquire about our services.

The Obama administration and the EEOC issued rules in May for employers for setting up employee wellness programs that reward workers and protect their health privacy.

“The commission worked to harmonize HIPAA’s goal of allowing incentives to encourage participation in wellness programs with … provisions that require that participation in certain types of wellness programs is voluntary,” said Jenny R. Yang, chair of the Equal Employment Opportunity Commission (EEOC). The new rules also work to fight against discrimination based on existing health conditions.

However, there are disagreements on the part of EEOC and various companies when it comes to screening programs which are voluntary. A 2014 dispute between the EEOC and Flambeau, a plastics manufacturer is ongoing. The company required certain wellness screenings, which the EEOC contested was a violation of the ADA. A federal judge ruled in favor of Flambeau and the EEOC appealed the ruling. The issue at hand is whether these screenings be voluntary. It can be challenging to reconcile screenings that determine whether an employee is capable of work requirements and not discriminating against disabled individuals.

The Pre Employment Screening experts at WorkSTEPS seek to keep in line with Federal requirements and can help your screening comply with these laws. Get in touch with our functional capacity evaporators by calling (512) 617-4100.